1. Faculty Survey Highlights University Council Presentation Lynn McCloskey Edward S. Macias April 7, 2008

2. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Faculty Survey Highlights Report Survey Population & Response Rates Overall Satisfaction - by campus, track, gender Satisfaction with: –Salary & Start-up Funds –Resources & Responsibilities Environment in Department or Unit Sources of Stress Workload Value of Possible Improvements What Drives Overall Satisfaction?

3. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Overall Satisfaction

4. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Overall Satisfaction Means Very dissatisfiedVery satisfied

5. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Overall Satisfaction by Gender **sig. p=.05 - women lower Very dissatisfiedVery satisfied **sig. p=.05 - women higher

6. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Satisfaction with Salary & Start-up funds

7. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Satisfaction with Salary Very dissatisfiedVery satisfied No significant differences by gender

8. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Satisfaction with Start-up Funds Very dissatisfiedVery satisfied No significant differences by gender

9. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Satisfaction with Other Aspects of Worklife 24 Items Ranked by Mean Level of Satisfaction Danforth & Medical Combined

10. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Satisfaction with aspects of work life – gender differences comparison of means, sig. at p=.05

11. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Work Environment in the Department Survey asked to what extent one agrees or disagrees Scale 1-5: 1=Strongly disagree...5= Strongly agree

12. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses My department/ unit is a good fit for me.4.01 I can navigate the unwritten rules [re how] to conduct oneself as a faculty member. My colleagues value my research/ scholarship. My department/ unit creates a welcoming environment for women faculty. I am very interested in what others think about my department/ unit. My chair/ director/ dean creates a collegial and supportive environment. My unit is a place where faculty may comfortably raise personal or family responsibilities…. My department/ unit creates a welcoming environment for racial or ethnic minority faculty. I am satisfied with opportunities to collaborate with faculty in my primary department/ unit. I am satisfied with opportunities to collaborate with faculty in other units at WU.3.79 Interdisciplinary research is recognized and rewarded by my department/ unit. Interdisciplinary research is recognized and rewarded by my school. My chair/ director/ dean helps me obtain the resources I need. My chair/ director/ dean articulates clear criteria for promotion and tenure. I have a voice in the decision-making that affects the direction of my department/ unit. When someone criticizes my department/ unit, it feels like a personal insult. I feel that my department/ unit is adequately supported by the leadership of WU.3.33 I have to work harder than some of my colleagues to be perceived as a legitimate scholar.2.64 I feel excluded from an informal network in my department/ unit.2.46 Environment in department or unit - ranked Scale 1-5: 5=Strongly Agree

13. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Environment in department – gender differences comparison of means, sig. at p=.05 Danforth: 3 of 19 itemsMedical: 8 of 19 items

14. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Sources of Stress Work & Life Outside WU

15. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Sources of stress - ranked Scale: 1=Not at all; 2=Somewhat; 3=Extensive

16. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Sources of stress – gender differences comparison of means, sig. at p=.05

17. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Workload Details Reasonableness of workload Hours in a typical work week How time spent

18. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Rate the reasonableness of your workload Much too lightMuch too heavyAbout right No statistically significant differences by gender

19. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses How many hours in typical work week? **women lower (p=.05)

20. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses How time spent What % of average work week do you spend on each of following: –Teaching (including preparing for class…) –Meeting or communicating with students outside of class –Scholarship or conducting research –Administrative responsibilities and committee work –Clinical duties (Medical - patient related activities) –Other

21. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses How time spent - gender differences Women reported higher % for teaching in two groups: –Danforth Ten/Trk: Women 36% vs Men 32% –Medical Clinical Track: Women 14% vs Men 10% Women reported different % for advising in three groups –Danforth Other: Women higher 17% vs Men 12% –Medical Ten/Trk: Women higher 12% vs Men 8% –Medical Other: Women lower 5% vs Men 7% Women reported lower % time for research in one group –Danforth Ten/Trk: Women 31% vs Men 35% Only 6 of 39 comparisons showed difference by gender in how time spent. Comparison of means, sig. at p=.05

22. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Highlights of Workload Items Overall view of workload is between “about right” & “heavy” A few gender differences, but more similarity than difference

23. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Policies & Practices to Improve Faculty Worklife

24. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses What policies would improve faculty worklife at WU? Scale: 1=Detrimental; 2=Of little or no value; 3=Of some value; 4=Of great value; 5=Essential Written expectations for tenure and promotion in all units3.71 On-site or more near-site childcare options3.49 Subsidies or grants for childcare3.34 Extended tenure-clock policies3.27 Enhanced information about resources and admin procedures3.26 More assistance with employment for spouse/ partner3.22 More short term teaching relief for primary care givers3.16 More opportunities for social interaction with other faculty3.12 Ranked by mean response

25. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Value of possible improvements – gender differences Women gave stronger endorsement for all items

26. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses What drives overall satisfaction? Built regression models to find the variables that are the strongest predictors Goal: to answer what’s most important

27. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Strongest Predictors of Overall Satisfaction Danforth Campus –My unit is a good fit for me (.33) –Satisfaction with salary (.31) –Access to students for research (.20) Medical Campus –My unit is a good fit for me (.25) –Satisfaction with salary (.17) –Sense of contributing to advancement of my discipline (.13) ***statistically significant at p=.001

28. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Strongest predictor: “My department/unit is a good fit for me.” What items are associated with good fit?

29. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Top 10 items associated with good fit For both Danforth & Medical Faculty Chair creates a collegial and supportive environment I have a voice in the decision-making that affects the direction of my department My chair helps me obtain the resources I need Faculty may comfortably raise personal or family responsibilities I am satisfied with opportunities to collaborate with faculty in my department I can navigate the unwritten rules…as a faculty member My chair articulates clear criteria for promotion & tenure Interdisciplinary research is recognized & rewarded by my department* My colleagues value my research/ scholarship My department creates a welcoming environment for women faculty

30. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Summary SATISFACTION Most faculty on both campuses are generally or very satisfied Few gender differences ENVIRONMENT IN DEPARTMENT/ UNIT Generally rated high; some gender differences Importance of environment in defining good fit STRESS Women report higher stress in connection with academic & personal responsibilities POSSIBLE OPTIONS Women place more value on suggested improvements

31. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Summary STRONGEST SATISFACTION PREDICTORS Good fit Satisfaction with salary Students & resources to support research

32. Faculty Survey Highlights Report Track Faculty, Danforth & Medical Campuses Questions/ comments? Statistical analysis for this report was provided by Tao Zhang, Research Analyst. The analytical methodology for determining the strongest predictors of satisfaction was designed by Professor Ed Spitznagel, Department of Mathematics. For additional information, contact Lynn McCloskey: lynn.mccloskey@wustl.edu